GTM Strategy & Execution Senior Manager

GTM Strategy & Execution Senior Manager

Equinix is the world's digital infrastructure company, shortening the path to connectivity to enable the innovations that enrich our work, life and planet. A place where bold ideas are welcomed, human connection is valued, and everyone has the opportunity to shape their future. A career at Equinix means being at the center of shaping what comes next and amplifying customer value through innovation and impact. You'll work across teams, influence key decisions, and help shape the path forward. You'll find belonging, purpose, and a team that welcomes youbecause when you feel valued, you're empowered to do your best work.

The GTM Strategy & Execution Senior Manager (individual contributor) plays a dual role: owning Equinix's annual and multi-year go-to-market planning cycle while also translating that strategy into actionable programs that drive measurable impact across Sales, Marketing, Customer Success, and Channel. This role serves as the connective tissue across Corporate Finance, GTM Operations, and GTM leadership - ensuring that targets, coverage, routes to market, and incentive structures are coherent, data-driven, and aligned to strategic priorities.

Simultaneously, this role diagnoses GTM challenges, executes transformation programs within a 12-month horizon, and contributes to scalable solutions for long-term growth. The ideal candidate brings deep GTM expertise, strong financial acumen, a bias toward execution, and the ability to drive cross-functional alignment across senior stakeholders in a global, matrixed organization.

Responsibilities

Annual GTM Strategy & Planning

• Lead the GTM planning process in partnership with cross-functional partners, translating corporate revenue targets into function and segment-level strategies with clear milestones and KPIs
• Serve as the GTM liaison with Finance and Corporate Strategy during AOP, EOP (long-term horizon), and mid-year forecast cycles, ensuring revenue assumptions are grounded in go-to-market realities
• Model growth scenarios (e.g., new logo vs. expansion, geographic, segment, and channel mix) to pressure-test target feasibility and surface planning risks early
• Maintain an always-on planning calendar aligned to key cross-functional and GTM leadership milestones
• Ensure alignment between CCRO OKRs and transformation outcomes throughout the planning cycle

Segmentation, Coverage & Routes to Market

• Partner with Enterprise Data & Analytics (EDNA) to define and refresh customer and prospect segmentation frameworks (firmographic, behavioral, revenue tier) to ensure the right resources are deployed against the highest-potential opportunities
• Translate segmentation into high-level guidance for coverage model design, including territory boundaries, account assignments, and overlay specialist deployment
• Define and rationalize routes to market (direct and indirect) for each customer segment; assess channel mix effectiveness and make data-backed recommendations on investment shifts
• Collaborate with Channel leadership to incorporate partner capacity into overall coverage planning and ensure route-to-market decisions are reflected in headcount planning, quota allocation, and compensation design
• Conduct annual whitespace analysis to identify underpenetrated segments and inform sales plays, focus areas, and revenue growth opportunities
• Partner with Sales Operations to operationalize segmentation in CRM and reporting systems

Quota Design & Sales Operations Partnership

• Partner with Sales Operations to design quota structures that reflect territory potential, historical performance, and growth expectations
• Ensure quota methodologies are consistent, transparent, and defensible to field leadership
• Partner with Sales Operations and commercial leadership to capture and incorporate field feedback into planning iterations

Role Definition & Headcount Planning

• Partner with HR and GTM leadership to define the roles and competencies required to execute the GTM plan, including but not limited to coverage models, overlay specialists, and management layers across multiple functions
• Translate coverage model outputs into headcount requirements and hiring prioritization across geographies and segments
• Ensure role definitions, career ladders, and capacity plans are aligned to strategic GTM objectives and consistent across regions
• Support workforce planning and organizational design recommendations

Cross-Functional Collaboration & Planning Governance

• Own the GTM planning operating cadence, facilitating cross-functional working sessions, managing decision logs, and driving accountability to planning milestones
• Work with GTM leaders to align dependencies across strategy, systems, and processes; maintain structured communication and feedback loops across functions
• Synthesize planning outputs and program updates into executive-ready communications for CCRO and senior leadership reviews
• Maintain documentation of planning assumptions, model inputs, and decision rationale to support auditability and year-over-year learning

GTM Transformation & Program Execution

• Diagnose GTM challenges across functions and regions; support the design of solutions and transformation plans aligned with CCRO priorities
• Translate strategic objectives into actionable programs, driving execution across Sales, Marketing, and Customer Success teams
• Assist in the design and activation of Sales Plays, ensuring field readiness, tracking, and embedding of initiatives into frontline rhythms in partnership with Enablement and GTM Ops
• Contribute to GTM planning activities such as segmentation, prioritization, and territory strategy as part of the broader transformation agenda

Performance Tracking & Continuous Improvement

• Monitor KPIs to measure the impact of strategic programs and GTM planning outputs
• Use data and insights to optimize execution and inform real-time adjustments
• Continuously improve planning tools, templates, playbooks, and processes to reduce cycle time and increase output quality

Qualifications

• 10+ years in GTM strategy, sales strategy, revenue operations, or management consultingideally within technology or enterprise environments
• Demonstrated experience owning or co-leading an annual GTM planning cycle, including target-setting, segmentation, and coverage design
• Proven track record translating strategy into operational execution across Sales, Marketing, and Customer Success
• Strong financial acumen; comfortable modeling revenue scenarios and partnering with Corporate Finance on planning processes
• Experience working across Sales Operations, HR, and Compensation functions on quota design, role definition, and incentive alignment
• Exceptional ability to synthesize complex inputs into clear, executive-level recommendations and narratives
• Proven track record driving cross-functional alignment and managing competing stakeholder priorities in a global, matrixed organization
• Strong analytical, problem-solving, and communication skills; comfort with data-driven decision-making and performance measurement
• Proficiency with GTM and planning tools (e.g., Salesforce, quota management platforms, BI/analytics tools)
• Ability to operate with agility and transparency in a high-growth, matrixed environment with global scope

The targeted pay range for this position in the following location is:

United States - Dallas Infomart Office DAI: 136,000 - 204,000 USD / Annual

United States - Denver Office DEO: 136,000 - 204,000 USD / Annual

United States - Redwood City Office GHQ: 163,000 - 245,000 USD / Annual

United States - Chicago Office CHO: 150,000 - 224,000 USD / Annual

United States - New York City Office NYO1: 150,000 - 224,000 USD / Annual

Canada - Toronto Office TRO: 131,000 - 181,000 CAD / Annual

Our pay ranges reflect the minimum and maximum target for new hire pay for the full-time position determined by role, level, and location. The pay range shown is based on our compensation structure in place at the time of posting and may be updated periodically based on business needs. Individual pay is based on additional factors including job-related skills, experience, and relevant education and/or training.

The targeted pay range listed reflects the base pay only and does not include bonus, equity, or benefits. Employees are eligible for bonus, and equity may be offered depending on the position.

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